發(fā)布時(shí)間：2019-06-11 20:17

【摘要】：在知識(shí)經(jīng)濟(jì)時(shí)代，經(jīng)濟(jì)的發(fā)展離不開教育的發(fā)展，，尤其是近些年來，在高等教育快速發(fā)展的大背景下，高校之間的競爭越來越激烈。這種競爭實(shí)質(zhì)上表現(xiàn)為高校之間人才及師資力量的競爭。留住人才，從而維持高校教師隊(duì)伍的穩(wěn)定，并竭盡所能激發(fā)教師工作的積極性和主動(dòng)性正日益成為高校管理的核心命題之一。隨著我國對教育問題重視度的提升，以及幾次的高校內(nèi)部管理體制的改革，目前一些高校和科研院所已經(jīng)就如何對員工開展激勵(lì)的問題進(jìn)行了有關(guān)探討，高校教師的待遇有所提高，高校教師的社會(huì)地位也相應(yīng)提升，對提高高校辦學(xué)質(zhì)量、穩(wěn)定教師隊(duì)伍起到了一定的作用。除此之外，他們也嘗試從實(shí)踐角度建構(gòu)激勵(lì)機(jī)制。 作為欠發(fā)達(dá)省份的山西省，地處中國中部地區(qū)，省內(nèi)的高校教育的發(fā)展受到經(jīng)濟(jì)因素的影響，在教師激勵(lì)機(jī)制管理方面仍存在很多問題需要深入探討，如仍缺乏對激勵(lì)對象、激勵(lì)時(shí)機(jī)、激勵(lì)方法的系統(tǒng)研究，不能滿足本省高校教師的高層次需要，致使當(dāng)前相當(dāng)一部分教師普遍存在著工作積極性不高的社會(huì)現(xiàn)實(shí)。在認(rèn)識(shí)激勵(lì)的針對性、社會(huì)性、整體性和連續(xù)性時(shí)不夠深入和全面等。 為了解決這一系列的現(xiàn)實(shí)問題，本文選取山西省八所老牌高校作為研究對象，通過對其部分教師的調(diào)查研究，獲取一手資料和二手資料，深入探索適合山西省高校教師激勵(lì)的機(jī)制。論文第一章緒論介紹了本論文的研究背景，研究方法及研究內(nèi)容，系統(tǒng)介紹了國內(nèi)外針對高校教師激勵(lì)機(jī)制的相關(guān)研究概況。第二章回顧梳理激勵(lì)機(jī)制相關(guān)概念的界定及理論。第三章以山西大學(xué)、山西財(cái)經(jīng)大學(xué)、太原理工大學(xué)，山西師范大學(xué)等高校為研究對象，結(jié)合問卷調(diào)查結(jié)果進(jìn)行詳細(xì)分析，并對山西省高校教師激勵(lì)機(jī)制的效果進(jìn)行分析。第四章全面論述了山西省高校激勵(lì)機(jī)制現(xiàn)存問題及原因。第五章是通過對國外高校教師激勵(lì)機(jī)制的借鑒，得到的對山西省高校教師激勵(lì)機(jī)制構(gòu)建的啟示。第六章針對山西省高校教師激勵(lì)機(jī)制存在的問題，構(gòu)建了真正適合山西省高校教師發(fā)展的激勵(lì)機(jī)制。
[Abstract]:In the era of knowledge economy, the development of economy is inseparable from the development of education, especially in recent years, the competition between colleges and universities is becoming more and more intense in the background of the rapid development of higher education. This kind of competition is in essence the competition between the talents and the teachers' strength among the colleges and universities. To keep the talents, to maintain the stability of the teachers' team, and to make every effort to stimulate the enthusiasm and initiative of the teachers' work is becoming one of the core propositions of the management of the university. With the improvement of the importance of education in our country and the reform of the internal management system of colleges and universities several times, some universities and research institutes have discussed how to stimulate the staff, and the treatment of the university teachers is improved. The social status of the university teachers is also improved, which plays a certain role in improving the quality of running the university and stabilizing the teaching staff. In addition, they also try to construct the incentive mechanism from the point of practice. As a Shanxi province in the less developed province, in the central part of China, the development of the university education in the province is influenced by the economic factors, and there are still many problems in the management of the teachers' incentive mechanism. The system research of the machine and the excitation method can't meet the high-level needs of the university teachers in the province, so that the current quite a part of the teachers have a low working enthusiasm. Real. Not in-depth and comprehensive in recognizing the targeted, social, integrity and continuity of incentives In order to solve this series of practical problems, this paper selects eight old-brand universities in Shanxi as the research object, and through the investigation and research of some of the teachers, the first hand and the second-hand information are obtained, and the motivation of the university teachers in Shanxi is explored in-depth. In the first chapter, the paper introduces the research background, the research method and the research contents of this paper, and introduces the relevant research on the incentive mechanism of the university teachers at home and abroad. The second chapter is to review the definition of the relevant concepts of the incentive mechanism The third chapter makes a detailed analysis of the results of the questionnaire and the effect of the incentive mechanism of the university teachers in Shanxi Province, taking the research objects of the University of Shanxi, the University of Shanxi and the University of Finance and Economics, the Taiyuan University of Technology and the Shanxi Normal University. The fourth chapter discusses the existing problems of the incentive mechanism of the university in Shanxi Province. The fifth chapter is to build up the incentive mechanism of the university teachers in Shanxi through the reference of the foreign teachers' incentive mechanism. The sixth chapter is aimed at the problems of the incentive mechanism of the university teachers in Shanxi province, and the development of the university teachers in Shanxi is constructed.
【學(xué)位授予單位】：山西財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.2;G645.1

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